What is I-O?

Industrial-organizational (I-O) psychology is the scientific
study of the workplace. Rigor and methods of psychology are
applied to issues of critical relevance to business,
including talent management, coaching, assessment,
selection, training, organizational development,
performance, and work-life balance.

Sunday AM

Rasch models of measurement have become increasingly popular in the past 10 years. Recent advances in measurement make it possible to apply Rasch models to problems faced by I-O psychologists. This forum will provide an overview of Rasch models and applications of them in testing, training, and job analysis.

Brian J. Ruggeberg, Aon Consulting, Chair

Everett Smith, University of Illinois at Chicago, Solving Measurement Problems With Rasch Models

Although job analysis is the cornerstone of all human resource activity, very little is written about (and few seem interested in) the topic. This panel discussion assembles I-O psychology leaders in the field to discuss the present and future state of job analysis.

This symposium discusses recent advancements in the study of interpersonal aggression in the workplace. These studies examine how social factors in the workplace relate to the contagiousness of aggressive behaviors, as well as reactions to mistreatment. The development of a measure of aggressiveness is discussed. Practical implications will be discussed.

Rebecca J. Bennett, University of Toledo, Chair

Craig D. Crossley, Bowling Green State University, Co-Chair

Michelle K. Duffy, University of Kentucky, Jonathan L. Johnson, University of Arkansas, Jason D. Shaw, University of Kentucky,
Structural Dynamics of Social Undermining at Work

Roy J. Lewicki, The Ohio State University, Brian R. Dineen, University of Kentucky, Ed Tomlinson, The Ohio State University,
Walking the Talk: A Field Study Examining Supervisory Coaching and Modeling Behaviors as Antecedents of Employee Discretionary Behavior

Karl Aquino, University of Delaware, Jennifer L. Berdahl, University of Toronto, Scott Douglas, Binghamton University,
Self-Esteem and Social Status as Predictors of Emotional Responses to a Workplace Offense

Karl Aquino, University of Delaware, Thomas M. Tripp, Washington State University Vancouver, Robert J. Bies, Georgetown University,
Making Up and Moving On: Procedural Justice and Status Variables as Predictors of Forgiveness and Reconciliation in Organizations

Perceptions of Justice in Personnel Selection:
International and Minority Perspectives

Four studies, involving individuals from Korea, the United States, and France and considering AsianAmerican, Black, and North African minority groups, extend the application of organizational justice in selection to new populations. Reactions to various tests and affirmative action programs, as well as test performance, are influenced by specific group membership.

Emotional Intelligence: An Unemotional but Intelligent Evaluation of Research

Past research has shown that emotional intelligence (EI) may have long-term viability as a construct and research should continue in order to better understand what is and is not part of EI. In this symposium, researchers extend the field of EI and present the results of new and unique empirical research.

In recent years, the concept of e-leadership has gained popularity in both research and practice. E-leadership encompasses leading from a distance, leading virtual teams, and technology-mediated leadership. This symposium presents multiple perspectives on e-leadership suggesting directions for future work in order to extend research, theory, and practice.

Julie S. Lyon, University of Maryland, Chair

Suzanne Weisband, University of Arizona, Co-Chair

Julie S. Lyon, University of Maryland, Benjamin Schneider, University of Maryland,
Effect of Virtual Leadership on Performance and Satisfaction

Jonathan C. Ziegert, University of Maryland, Katherine J. Klein, University of Maryland, Yan Xiao, University of Maryland School of Medicine,
Virtual Leaders: The Impact of Distance and Leadership on Teams

Suzanne Weisband, University of Arizona, Rebecca McCarthy, University of Arizona,
Views From Leaders in a Global Organization

Beyond Social Desirability in Research on Applicant Response Distortion

The papers in this symposium investigate factors other than socially desirable responding that impact how applicants distort responses to noncognitive measures used for personnel selection. The research presented demonstrates that faking is a complex function of the person and situation that will require more sophisticated models to explain and predict.

Academicians, psychologists, and managers have recently recognized bullying as a significant concern within organizations. This symposium will examine the various forms of workplace bullying, report recent theoretical conceptualizations and empirical research findings, discuss future directions, and offer tips on how managers can control this harassing behavior to better protect employees.

Mark N. Bing, Naval Submarine Medical Research Laboratory, Kristl Davison, University of Hartford,
The Instantaneous Creation of a Downward Social Comparison: One Explanation for Verbal Incivility in the Workplace

Susan M. Burroughs, Washington State UniversityVancouver, Melissa L. Gruys, Washington State UniversityVancouver,
Establishing Law and Order in Cyberspace: Understanding and Controlling E-Mail Bullying

Special Sunday morning programming has been selected on the topic of emergency response, occupational health, and safety. This follows the theme of Michael Burke's Presidential Address. There are 12 themed sessions, plus a plenary session, a poster session, and an interactive poster session. These themed sessions are marked with the following symbol:

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223. Panel Discussion: Sunday, 8:009:50 Mayfair (Level 3)

Opportunities and Challenges Conducting Organizational Research in Medical Settings

This panel brings together five organizational researchers who conduct research in medical settings. They will discuss their research, its multidisciplinary nature, the opportunities and challenges of studying medical settings, funding mechanisms, potential publication outlets, as well as provide lessons learned and guidance about conducting research in medical settings.

We investigated whether abusive supervision perceptions and alcohol usage were related and what effect alcohol use had on supervisor perceptions of subordinate performance. Results point to the exacerbation effect of higher alcohol usage on performance in the presence of abusive supervision. We conclude with implications for theory and future research.

224-2 Anxiety as a Mediator of the Goal OrientationPerformance Relationship

Goal orientation framework was explored using structural equation modeling, with subjective and objective anxiety measures as mediators; these were mathematics anxiety and emotionality, respectively. Although results showed limited support for the models, findings provide the basis for further research on the incongruence between subjective and objective measures of anxiety.

224-3 China Versus the U.S.: Difference on Job Control and Interpersonal Conflict

We used both quantitative and qualitative approaches to investigate cultural-specific job stressors for Chinese and American employees. We found that lack of job control was an important stressor for Americans but not Chinese. Interpersonal conflict was important for both. However, the two cultural groups tended to have different conflict styles.

To provide greater insight into the connections between the objective work environment and job strains, we used the O*NET database to measure job control. We found that objectively measured controls were related to physical strain, suggesting that something in the work environment plays a role in an employees physical health.

We conducted a multilevel study of stress among National Guard soldiers activated for security duty on U.S. military installations. We found both individual and group-level effects of traditional (e.g., predictability) and newer stressors (e.g., fears about terrorism) in relation to soldiers well-being and combat readiness.

In a survey of 148 employed college students, we found that workschool conflict (WSC) was negatively related to job satisfaction and positively related to somatic complaints. Social support from coworkers and supervisors was marginally related to reduced WSC. In addition, coworker support moderated the relationship between WSC and job satisfaction.

224-8 Sources of Conflict at Work and Targets of Counterproductive Behaviors

The impact of different sources of conflict at work on the target of counterproductive work behaviors (CWB) was investigated. Data were obtained from 133 dyads of full-time working participants representing a variety of occupations at a large southeastern university. Direct relationships between conflict and CWBs supported the proposed hypotheses.

This study explores the relationship between employer responses to injuries (i.e., organizational support and return-to-work policies) and post-injury job satisfaction. Survey data were collected from 1,438 employees. Results suggest needs for understanding organizational responses to injuries, employee perceptions of those injury responses, and the impact of both on organizational outcomes.

224-10 A Comparison of Employer and Union Concern for OHP-Related Issues

The extent of employer and union concern for various OHP-related issues was investigated. Data from 136 employers and 27 unions revealed that the extent of organizational concern was linked to issue type (i.e., tangible/intangible) and organization type. Neither frequency of interventions provided nor organizational structure were related to OHP concerns.

A meta-analysis was conducted to examine the conflicting results associated with the utilization of organizational wellness programs (Condrad, 1987; Kirkcaldy, Cooper, Shephard, & Brown, 1994). It was found that organizational wellness programs are associated with lower absenteeism and higher job satisfaction.

224-12 Conflict Resolution Tactics and Employee Perceptions of Safety at Work

The present study found that conflict resolution tactics used in organizations (reasoning, verbal aggression, and physical aggression) were related to type of disputants involved in disagreements and to employees feelings of being safe at work. The findings suggest that some work contexts may be characterized as more aggressive than others.

224-13 Neutralizing the Dysfunctional Impact of NA: Role of Political Skill

We examined the neutralizing effects of political skill on NAjob-strain relationships (i.e., tension, dissatisfaction, and EMG). Results supported moderating effects of political skill such that greater political skill reduced negative effects of NA on job tension and job dissatisfaction and increased EMG for those high in NA.

224-14 Effects of Weekend Experiences on Work Engagement and Performance

This study examined the extent to which experiences during the weekend contribute to job-related variables after the weekend. Data from 85 emergency service workers indicate that private hassles, positive work reflection, and social activity during the weekend predicted work engagement as well as in-role and extra-role performance after the weekend.

Results from 2,287 participants (1997 National Study of the Changing Workforce) revealed that work relationships partially mediated the relationship between emotional exhaustion and job effort, turnover, job satisfaction, and absenteeism. Furthermore, frequency of health problems reported by an individual partially mediated the effects of emotional exhaustion on these same outcomes.

The current study simulates a first night shift to determine effects of 24-hour sleep deprivation on performance, perceived effort, and stress on both a challenging task and simple task. Performance decreased on the simple task, but increased on the complex task. Larger stress increases were reported for the simple task.

This paper examines the relationship between individualismcollectivism and work locus of control, social support, and familywork conflict. American employees (individualists) reported higher internal work locus of control, familywork conflict, and stress. The effect of familywork conflict on stress was mediated by social support and active coping.

Although technology is a growing part of many jobs, few studies have examined its impact on employees well-being. We developed a scale assessing 11 factors of technology stressors. This scale demonstrated good internal reliability and predicted perceived stress and strain outcomes after controlling for traditional job-role stressors.

The Job DemandControl model was applied to the occupational safety domain. Using safety-specific demands (situational constraints), control (safety control), and well-being criteria (safety performance, injuries), the strain and buffer hypotheses were tested. Partial support for the strain hypothesis and significant interactions between demand and control were found for both criteria.

We examined cross-sectional and lagged effects of sexual harassment (SH) and generalized workplace harassment (GWH) on incidence of self-reported past-year illness/injury/assault in a sample of over 1,500 university employees. SH and GWH, but not other job stressors, were related to increased odds of illness or injury.

This research study examined the role that personality plays in predicting the amounts of conflict that nurses experience while at work. Conflict was evaluated by source (nurse, doctor, supervisor, or patient) with significant effects found for Agreeableness, Openness to Experience, and Neuroticism.

The social supportstrain relationship was moderated by gender. Psychological strain, work-to-family conflict, and job-withdrawal intentions were negatively correlated with levels of coworkers support in women, but not in men. Men and women did not differ in quantity of social support they received, but women benefited more from it.

224-24 A Meta-Analysis of Stress and Performance:
Assessing the ChallengeHindrance Framework

Using meta-analysis, we found that stress associated with hindrances at work (e.g., role conflict, role ambiguity) is more negatively related to performance than stress associated with challenges at work (e.g., workload, job demands). Results also indicate that the nature of the stress influences relationships with job satisfaction and withdrawal.

We tested models of accident outcomes with data from 181 employees from a southeastern-based nuclear power facility. Models incorporated multiple sources and multiple conceptualizations of accident criteria. Tests of the models provided partial support for the hypothesis that job-relevant risk moderates the relationship between personality and accident outcomes.

This study employs a longitudinal design to test the temporal order of emotion regulation processes at work. Results elucidate the cognitive processes involved in, and differential effects of, regulation strategies in a sample of university administrative staff. Qualitative data on deep-acting strategies are also presented.

Given the multilevel structures of organizations, it is important for research in occupational health psychology to examine group-level moderators of stress-strain relationships. We examined collective efficacy and altruism as cross-level moderators of stress-strain relationships. Results indicated that collective perceptions may influence how employees react to stressors in the workplace.

Nonclinical white-collar employees participated in a combined laboratory-field study. Introverts who encountered frequent social interactions as well as extroverts with only few social interactions at work showed elevated habitual ambulatory systolic blood pressure levels. Participants with a person-job fit displayed normal systolic blood pressure levels.

This research extends spillover, stress, and social control theory by examining the extent to which workplace experiences impact well-being in retirement. Longitudinal data from 2,305 employees show a workerretiree spillover effect in which workplace stressors (sexual harassment, general abuse, job characteristics) predicted drinking
(frequency and quantity) in retirement.

224-31 The Influence of Emotional Intelligence on Performance During Stress

This research examined the relationship between emotional intelligence, stress appraisals, and performance. Participants (N = 77) performed a mental math task and a videotaped speech. EI was related to challenge appraisals and performance. The four facets of EI had differential effects depending on the time and type of task performed.

225. Community of Interests: Sunday, 8:008:50 River Exb Hall A (Level 1)

Community of Interests: Diversity

Participants can come and go as they like, and chat with others conducting similar projects.

227. Symposium: Sunday, 8:309:50 Ohio (Level 2)

Filling the Pipe I: Studying Management Development Across the Hierarchy

Although there is a shortage of managerial talent today, there is no shortage of opinions about how to develop managers and leaders at every level. What is needed most is research-based guidance. This symposium features four field studies that contribute to the literature and help point the way.

Robert B. Kaiser, Kaplan DeVries Inc., S. Bartholomew Craig, North Carolina State University,
What Gets You There Wont Keep You There: Managerial Behaviors Related to Effectiveness at the Bottom, Middle, and Top

The purpose of this symposium is to investigate gaps between research findings and actual organizational resizing practices. Two field studies explore how companies have implemented various resizing activities and their resulting performance. In addition, a national survey program is used to examine the impact of layoffs on employee attitudes.

Kenneth P. De Meuse, University of WisconsinEau Claire, Chair

Wayne F. Cascio, University of Colorado, Managing a Downsizing Process

Todd J. Hostager, University of WisconsinEau Claire, Responses of Customers and Competitors to Organizational Resizing

This forum describes how Internet technology was used to develop a complex assessment system to qualify commercial airline pilots to be armed through participation in the Federal Flight Deck Officer program. An online system collects, integrates, analyzes, and monitors multisource data obtained nationwide including application forms, testing, and clinical interviews.

Sunday Plenary: Public Safety and Occupational Health: Opportunities for I-O Research and Practice

This Plenary session considers the opportunities for I-O psychologists to contribute to some of the dominant issues of our timefighting terrorism and ensuring safety/health (public, occupational, national) across multiple levels of analysis. The panel of experts will increase awareness of the research, practice, and funding opportunities currently available.

Expanded Tutorial 4: Using Conditional Reasoning in Organizational Research

Lawrence R. James, University of Tennessee, Presenter

Michael McIntyre, University of Tennessee, Presenter

Jose M. Cortina, George Mason University, Presenter

James LeBreton, Wayne State University, Coordinator

235. Interactive Posters: Sunday, 9:009:50 Parlor A (Level 3)

Interactive Posters: Diversity, Global

235-1 Predicting Expatriate Success: A Look at Some New Variables

Previous research has identified several unique individual and organizational factors that explain success on expatriate assignments. However, we propose that these factors operate through their impact on individual locus of control and expectancy. We present a new process model and several propositions to study success in expatriate assignments.

235-2 Cultural Intelligence: Development and Cross-Validation of a Multifaceted Measure

This series of studies introduces the concept of cultural intelligence and describes the development and initial validation of a four-faceted measure of cultural intelligence (CQ) including meta-cognition, cognition, motivation, and behavior. Empirical analyses demonstrate factor equivalence in two samples, acceptable reliability, and cross-validation in a second cultural setting.

Meta-analyses on 23 primary studies (N = 2973) revealed that extraversion, emotional stability, conscientiousness, local language ability, cultural sensitivity, and flexibility are predictive of expatriate job performance; agreeableness and openness were unconfirmed. A negative relationship emerged for prior international experience. Predictive validities of personality on performance are compared with those found intraculturally.

This research examined the impact of cultural flexibility and ethnocentrism on expatriate effectiveness. Data from 380 Japanese and Korean expatriates not only indicate that these competencies affect expatriate adjustment, withdrawal cognitions, and performance, but that these impacts vary according to expatriates previous overseas work experience.

In the 50 years since Cronbachs call for increased attention to aptitude-treatment interactions, researchers from many diverse fields, including educational, social, and clinical psychology have attempted to apply the logic of ATI to their fields. This paper represents an attempt to develop an ATI model for the field of training.

This research examines the newly developed Experiences of Sexual Harassment (ESH) scale, which more clearly measures the legal definition of sexual harassment (EEOC, 1997). Ninety-nine employees completed the ESH and the SEQ/SHOM. Data analysis included validation of the ESH (e.g. confirmatory factor analysis), and comparing the ESH and the SEQ/SHOM.

To improve the task performance of low-ability trainees, incentives were combined with error training instructions presented either early or late in training on a complex task. Results indicated that presenting the instructions late significantly boosted performance, but adding an incentive to those instructions hurt performance.

236-4 Goal Orientations and Their Effects on Bargaining Behavior and Attitudes

Goal orientations a person possessed influenced person choice of negotiation strategies and outcomes. Process orientation led to integrative strategies and to integrative attitudes toward negotiation, while an outcome goal led to the use of distributive strategies during the bargaining process and to holding distributive attitudes toward negotiation.

In this experimental study, respondents who were offered monetary compensation for distributive inequities were less satisfied when the recompense implied a lack of concern for procedural fairness, even though the compensation itself was perceived as equitably fair. Results suggest that reparations may be undermined by the absence of procedural considerations.

Few studies have focused on the factors that predict motivation to learn when training is mandatory. The influence of individual (work locus of control, perceived benefits of training) and organizational (negative transfer climate, supervisor support) factors on motivation to learn was entirely mediated by the individuals level of organizational commitment.

This field experiment examined self-management training outcomes in an organizational setting. Intrinsic motivation, customer service, altruism, autonomy, and an overall measure of work motivation outcomes were examined. Survey data gathered at Time 1 and immediately after training at Time 2, revealed significant increases on several dependent variables.

Noe and Colquitts (2002) concept of trainability, which is purported to include basic skills and cognitive ability, was examined relative to the Kraiger, Ford, and Salas (1993) 3-factor training performance model. Basic skills and cognitive ability were found to predict preselection screening outcomes and subsequent training performance.

In response to workplace diversity, organizations implement diversity training programs. The present study examined reactions to diversity training conducted by a multinational corporation in nine countries classified on the individualistic/collectivist continuum. Results showed that trainee culture as well as trainer culture and gender influenced perceptions of usefulness and trainer effectiveness.

A persons implicit-person theory (IPT) reflects their implicit beliefs about the malleability of personal attributes
(C. S. Dweck, 1991, 1999). An experimental study found that an induced incremental IPT predicts willingness to coach a poor-performing employee, as well as the quantity and quality of performance improvement suggestions provided.

236-15 The Human Resource Implications of the Sarbanes-Oxley Act of 2002

This paper seeks to increase HR professionals awareness of the HR issues associated with the Sarbanes-Oxley Act and to provide guidance that will assist them in developing organizational approaches to effectively address those issues.
Mark V. Roehling, Michigan State University
Tyler Allen, Michigan State University
Submitted by Mark V. Roehling, roehling@msu.edu

236-16 The Role of Open-Ended Comments in Multisource Feedback Programs

Executive development continues to increase in popularity. Accordingly, multisource or 360-degree feedback programs are widely used in todays organizations. This study examines the benefits of including open-ended feedback within 360-degree feedback assessment programs, explores ways to analyze and improve rater comments, and discusses areas for future research.

This study investigated whether individuals would differentially rate the testimony of male and female expert witnesses testifying in a masculine domain of expertise. Ratings from 61 students indicate that testimony is rated as less credible when presented by a female than by a male, but only when testimony is complex.

The purpose of this research was to investigate the perceptions and views of I-O psychologists as to the relevancy and importance of the competencies that the Society for I-O Psychology (SIOP) suggests be included in the training of I-O psychologists at the doctoral level.

In a cubic chamber, representing a space station node, participants learned to recognize a 3D layout from multiple perspectives. Participants received either blocked or random sequencing for trials in an initial learning phase. Blocked sequencing was superior on initial learning measures, but random sequencing produced superior transfer and memory performance.

236-20 Individual Differences, Extended Practice, and the
Development of Skill Proficiency

We conducted a laboratory study involving a complex computer task and demonstrated how extended practice after training was essential to the attainment of expertise. Furthermore, our findings indicated that ability and learning orientation were related to extended practice through the mediating roles of skill acquisition and task enjoyment.

This paper examined the impact of learning styles and multiple instructional techniques on learning in executive education. The results suggest it is advantageous to use multiple methods when delivering executive education. However, the differences could not be explained by learning styles.

Federal court cases (N = 81) were examined to identify eight general guidelines that determine when U.S. employment discrimination statutes apply to the workforce of multinational enterprises (MNEs). The cases apply to U.S. and foreign-based employers operating inside and outside the U.S. Practical guidance for MNEs is provided.

This paper investigates whether creativity training is more effective in individuals who exhibit higher levels of creativity prior to training. Using data collected from individuals undergoing creativity training, results suggest a positive relationship between a trainees level of creativity prior to training and the effectiveness of the training.

The nature of I-O psychologys identity has recently been the topic of much discussion within the discipline. However, little empirical work has examined the fields identity, particularly from multiple perspectives. We compare I-Os identity from both internal and external perspectives, identify discrepancies between them, and examine possible courses of action.

This study examined the scale structure and criterion validity coefficients of the adult interpersonal acumen scale using an organizational sample. Participants were personnel from a large nationally operative corporation in the United States. Results confirm the ordinal structure of the scale and raise several issues for further research.

Customers of a large service organization rated that organization and its chief competitor. Satisfaction with the organization predicted customers intent to renew. Ratings of the competition improved the prediction slightly, but significantly. Additional analyses targeted different areas for improvement for customers with high and low intention to renew.

Stigmas As a Basis of Unfair Discrimination in Organizations
Members of various social outgroups are stigmatized, resulting in unfair access- and treatment-related discrimination in organizations. This symposium considers a social identity theory-based model dealing with such discrimination and the results of recent research on three factors that may lead to it (i.e., unattractiveness, foreign accents, and sexual orientation).

Megumi Hosoda, San Jose State University, Eugene F. Stone-Romero, University of Central Florida, Jennifer N. Walter, San Jose State University,
The Effects of Foreign Accent and Gender on Employment-Related Decisions

Belle Rose Ragins, University of WisconsinMilwaukee, Carolyn Wiethoff, Indiana University,
Heterosexism in the Workplace: What You See is Not Always What You Get

Current Issues in the Conceptualization and Measurement of Workplace Incivility

Despite the high level of interest in workplace incivility, major issues remain regarding the conceptualization and measurement of this construct. This symposium addresses the multidimensional view of incivility, the link between incivility and discrimination (e.g., based on race/gender), and includes a discussion of cross-cultural issues in conceptualizing and measuring incivility/deviance.

Lilia M. Cortina, University of Michigan, Vicki J. Magley, University of Connecticut, Kimberly A. Lonsway,
National Center for Women and Policing, Reconceptualizing
Workplace Incivility Through the Lenses of Gender and Race

Carra S. Sims, University of Illinois at UrbanaChampaign, Reeshad S. Dalal, Purdue University, Michael R. Bashshur, University of Illinois at UrbanaChampaign, Scott Bedwell, IPAT, Deborah E. Rupp, University of Illinois at UrbanaChampaign,
A Common Measure for a Common Problem: Generalized Discrimination

Implicit measurement is an indirect method that assesses response latencies to speeded categorization tasks to measure attitudes, stereotypes, and self-concepts. This controversial measurement approach is discussed and demonstrated in this symposium, along with papers discussing empirical findings of interest to I-O psychologists concerned with personality measurement and workplace attitudes.

Kenneth Sumner, Montclair State University, Chair

Elizabeth Haines, William Paterson University, Co-Chair

Elizabeth Haines, William Paterson University, Kenneth Sumner, Montclair State University,
The What, Why, and How of Implicit Measurement: A Primer

The Silent Killer: Preventing Errors in Healthcare Through I-O Interventions

It is becoming increasingly important for healthcare organizations to identify the key factors which contribute to organizational effectiveness in reducing errors. Although many organizations have changed systems, processes, or structures, these approaches are incomplete without a requisite assessment of the organizational safety climate and culture.

The FBI faced the challenge of developing, validating, and implementing a promotional system for its managers. Working in partnership with various stakeholders, a comprehensive system was designed and over 3,500 assessments conducted within 10 months. Various challenges accompanying this project are discussed and successful approaches are presented for similar situations.

Joseph A. Gier, Aon Consulting, Chair

Amy Dawgert Grubb, Federal Bureau of Investigation, The New Mid-Management Promotion System at the FBI

Selection Research for Public Safety-Related Positions: Contributions and Challenges

This session will highlight examples of I-O research devoted to selection for public-safety and support jobs. Presenters will draw from personal experience in describing selection research in a variety of public-safety settings spanning cognitive, personality, physical ability, and medical domains, as well as future research challenges.

John A. Weiner, Psychological Services, Inc., Chair

Shelley W. Spilberg, California Commission on POST, Co-Chair

Chockalingam Viswesvaran, Florida International University, Deniz S. Ones, University of Minnesota, Eyran Kraus, City of Miami, Mary E. Leckband, City of Miami, Alexander Alonso, Florida International University,
The Role of Applicant Ability and Conscientiousness in Reliability of Assessments

Shelley W. Spilberg, California Commission on POST, Deniz S. Ones, University of Minnesota, Chockalingam Viswesvaran, Florida International University, Michael J. Cullen, University of Minnesota, Stephan Dilchert, University of Minnesota, Shelly A. Wiemann, University of Minnesota,
The Development of Preemployment Psychological Screening Procedures for California Peace Officers: An Arranged Marriage With No Prenup

Donna L. Denning, City of Los Angeles, Public-Safety Support Staff: The Challenge of Selection for Scientific Investigation Positions

Institutional pressure to obtain external funding is increasing for academic I-O psychologists. The purpose of this panel discussion is to provide an overview of the funding process. Topics to be discussed include sources for external funding, strategies for writing an attractive proposal, and balancing grant writing with other competing demands.

Two contextual factors receiving little empirical attention with regards to creativity are teams and rewards. This symposium includes papers investigating the effect of team personality composition on creativity, and how teams engagement in creative processes impact team effectiveness. In addition, two studies hypothesize and find that rewards can enhance individuals creativity.

Christina E. Shalley, Georgia Institute of Technology, Chair

Markus Baer, University of Illinois, Gwendolyn H. Costa, University of Illinois, Andrea Hollingshead, University of Illinois, Greg R. Oldham, University of Illinois,
The Personality Composition of Teams and Creativity

Lucy L. Gilson, University of Connecticut, John E. Mathieu, University of Connecticut, Christina E. Shalley, Georgia Institute of Technology, Tom Ruddy, Siemens Corporation,
Creativity and Standardization: Complimentary or Conflicting Drivers of Team Effectiveness?

Filling the Pipe II: Best Practices in Organization-Wide Management Development

The big question facing talent management professionals today is, How to build an integrated system for churning out homegrown managers and leaders at every organizational level? This practitioner forum brings together veteran consultants and practitioners with best-practice models, state-of-the-art benchmarking, and sage advice for developing managers across the hierarchy.

Presentations in this symposium will describe recent efforts that Navy personnel researchers have undertaken in the area of selection and classification. Implications of this work for future policy, practice, and research will be discussed.

A number of methods have been proposed for detecting or inferring deception. Some of these detect deception at better-than-chance rates, but virtually all methods are constrained by a combination of weak theoretical support, limited validity studies, often of dubious quality, or severe practical constraints. Prospects for the reliable detection of deception are discussed.

This audience-interactive demonstration is a mock disciplinary hearing by a fictional ethics panel. The objective is to inform attendees about the applicability of the 2002 Ethical Principles of Psychologists and Code of Conduct. Issues include the practice of I-O psychology by an unlicensed academic and the claim of confidentiality.

The Use of Occupational Information in Disability Determination Contexts

National occupational information systems play a crucial role in federal and private sector disability determinations. However, concerns persist regarding the ability of existing systems (DOT and O*NET) to fulfill the unique requirements associated with this context. The panel will discuss this dilemma and offer suggestions regarding how to address it.

Preventing Burnout Through Better Management: Building Engagement With Work

This symposium addresses the strong alliances necessary between researchers and management to implement organization interventions to prevent burnout and build engagement with work. It also considers the target of such interventions by examining the nature of engagement with work and their implications for practitioners and researchers.

I-O psychologists can, and do, play a key role in healthcare settings. The purpose of this practitioner forum is to explore the ways in which traditional I-O skills can help to improve the programs and practices employed by government agencies charged with overseeing our nations healthcare.

Nancy Matheson, American Institutes for Research, Chair

David P. Baker, American Institutes for Research, Jeffrey M. Beaubien, American Institutes for Research, Amy K. Holtzman, American Institutes for Research, Eduardo Salas, University of Central Florida,
Applying I-O to Healthcare: Investigating the Requirements for Team Training

252-1 Self-Efficacy in Social Supports Moderating Effects of Stressor-Strain Relationships

Occupational research offers inconsistent findings on social supports moderating effects on the stressor-strain relationship. We contribute to this literature by using longitudinal data showing how social supports moderating effect is dependent on ones self-efficacy. Social support buffered the relationship with high self-efficacy and reverse buffered the relationship with low self-efficacy.

This paper describes the roles of safety control and supervisory safety support in predicting safety performance and injuries. We investigate the process of safety control, in which understanding of why injuries occur leads to prediction of when injuries are likely, which leads to control over the circumstances that cause injuries.

Social support is an important variable in occupational stress research, yet little is known about the antecedents of giving and receiving support at work. In a sample of 108 diversely employed participants, reciprocity and personality (extraversion and agreeableness, but not neuroticism) each predicted the giving and receiving of social support.